本文選題：FJ公司　切入點(diǎn)：基層員工　出處：《湘潭大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：一個企業(yè)能否獲得成功，受到很多因素的影響，而人力資源因素?zé)o疑是其中最關(guān)鍵的。二十一世紀(jì)以來，人本管理的重要性愈發(fā)得到顯現(xiàn)。每一個企業(yè)管理者都希望員工努力工作，而對員工進(jìn)行激勵則是實(shí)現(xiàn)這個愿望的有效途徑。有效的激勵可以激發(fā)員工的積極性，使他們發(fā)揮潛能，竭盡全力完成企業(yè)的任務(wù)和目標(biāo)。 FJ公司經(jīng)過十幾年的艱苦奮斗，從一家食品代理銷售的小公司發(fā)展成為擁有上千員工，集研發(fā)、生產(chǎn)、銷售、貿(mào)易為一體的大型企業(yè)，取得了很多成績，也為社會貢獻(xiàn)了很多財富。但是伴隨著企業(yè)經(jīng)營規(guī)模的擴(kuò)大，企業(yè)在基層員工管理上也遇到了很多新的問題。FJ公司的管理者越來越認(rèn)識到如果不能解決對基層員工的激勵問題，勢必會影響公司的持續(xù)經(jīng)營發(fā)展。 本文研究的對象是FJ公司的基層員工，通過對FJ公司基層員工激勵機(jī)制的現(xiàn)狀分析，結(jié)合基層員工激勵機(jī)制滿意度調(diào)查的結(jié)果，發(fā)現(xiàn)薪酬體系激勵不足、缺乏績效考核體系、培訓(xùn)體系不完善、公司文化僵化缺少關(guān)懷是FJ公司基層員工激勵機(jī)制的主要問題。究其原因主要是FJ公司對基層員工的重視不夠；公司缺少以人為本的理念，缺乏對基層員工實(shí)際需要的分析，激勵措施缺乏針對性；還有就是忽視對基層員工的職業(yè)生涯管理。 本文以激勵理論為基礎(chǔ)，運(yùn)用理論研究和實(shí)證分析相結(jié)合的研究方法，根據(jù)FJ公司的實(shí)際情況，提出了FJ公司基層員工激勵機(jī)制優(yōu)化設(shè)計(jì)的方案，包括優(yōu)化薪酬結(jié)構(gòu)，強(qiáng)化薪酬的激勵性；建立科學(xué)的績效考核制度；加強(qiáng)基層員工職業(yè)生涯管理等。最后指出激勵機(jī)制優(yōu)化實(shí)施的保障條件、步驟和應(yīng)注意的問題。
[Abstract]:The success of an enterprise is influenced by many factors, of which human resources are undoubtedly the most critical. Since 21th century, The importance of people-oriented management is becoming more and more obvious. Every enterprise manager wants employees to work hard, and encouraging employees is an effective way to realize this wish. Enable them to develop their potential and do their utmost to accomplish the tasks and goals of the enterprise. After more than ten years of hard work, FJ Company has developed from a small food agency company into a large enterprise with thousands of employees, which integrates R & D, production, sales and trade, and has made many achievements. It has also contributed a lot of wealth to society. However, with the expansion of business scale, enterprises have also encountered many new problems in the management of grass-roots employees. The managers of FJ Company have increasingly realized that if the incentive problem for grass-roots employees cannot be solved, Will certainly affect the company's continuing business development. The research object of this paper is the grass-roots employees of FJ Company. Through the analysis of the current situation of the incentive mechanism of the grass-roots employees in FJ Company, combined with the results of the investigation on the satisfaction of the grass-roots employees' incentive mechanism, it is found that the incentive system of the compensation system is insufficient and the performance appraisal system is lacking. The training system is not perfect and the company culture is rigid and lack of concern is the main problem of the incentive mechanism of grass-roots employees in FJ Company. The main reason is that FJ Company does not pay enough attention to the grass-roots employees, the company lacks the idea of people-oriented. Lack of analysis of the actual needs of grass-roots employees, lack of targeted incentives, and neglect of grass-roots staff career management. Based on the incentive theory and the research method of combining theoretical research with empirical analysis, according to the actual situation of FJ Company, this paper puts forward the scheme of optimization design of incentive mechanism for grass-roots employees of FJ Company, including optimizing the salary structure. Strengthen the incentive of salary; establish scientific performance appraisal system; strengthen the career management of grass-roots staff. Finally, point out the guarantee conditions, steps and problems that should be paid attention to in optimizing the implementation of incentive mechanism.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.82;F272.92

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